Showing papers on "Core self-evaluations published in 2018"

Inspired to perform: A multilevel investigation of antecedents and consequences of thriving at work

Abstract: Emerging research evidence across multiple industries suggests that thriving at work is critically important for creating sustainable organizational performance. However, we possess little understanding of how factors across different organizational levels stimulate thriving at work. To address this gap, the current study proposes a multilevel model that simultaneously examines contextual and individual factors that facilitate thriving at work and how thriving relates to positive health and overall unit performance. Analysis of data collected from 275 employees, at multiple time periods, and their immediate supervisors, representing 94 work units, revealed that servant leadership and core self-evaluations are 2 important contextual and individual factors that significantly relate to thriving at work. The results further indicated that thriving positively relates to positive health at the individual level, with this relationship partially mediated by affective commitment. Our results also showed that collective thriving at work positively relates to collective affective commitment, which in turn, positively relates to overall unit performance. Taken together, these findings suggest that work context and individual characteristics play significant roles in facilitating thriving at work and that thriving is an important means by which managers and their organizations can improve employees' positive health and unit performance.

Job Satisfaction, Quality of Work Life and Work Motivation in Employees with Intellectual Disability: A Systematic Review

Abstract: Background Current research on employment options for people with Intellectual Disability emphasizes the importance of employee needs and satisfaction. The study aims at systematically reviewing the literature on job satisfaction and related constructs. Methods A systematic literature search was conducted. Studies were included if (i) they are specific to effects of work, (ii) assessed variables are related to job satisfaction, QoWL, attitudes towards work or work motivation and if (iii) studies reported intellectual disability-specific results. Twenty-three studies met the inclusion criteria. Findings were classified according to the socio-cognitive model of job satisfaction. Results Current literature suggests high job satisfaction in people with intellectual disability. Predictors of job satisfaction are similar to people without disabilities, albeit the importance of factors differs. Conclusions Stronger consideration of well-established theories and measures from organizational psychology would enhance future research. Findings indicate that high satisfaction ratings might result from lack of control over vocational decisions.

Leaders’ Core Self-evaluation, Ethical Leadership, and Employees’ Job Performance: The Moderating Role of Employees’ Exchange Ideology

Abstract: With the increasing demand for ethical standards in the current business environment, ethical leadership has received particular attention. Drawing on self-verification theory and social exchange theory, this study investigated the effect of leaders’ core self-evaluation on the display of ethical leadership and the moderating role of employees’ exchange ideology in the relationship between ethical leadership and employees’ job performance (i.e., task performance and organizational citizenship behavior). Consistent with the hypotheses, the results from a sample of 225 dyads of employees and their immediate leaders showed a positive relationship between leaders’ core self-evaluation and ethical leadership. Moreover, the results showed that ethical leadership mediates the effects of leaders’ core self-evaluation on employees’ job performance. Furthermore, we found that employees’ exchange ideology moderates the relationship between ethical leadership and job performance. The theoretical and practical implications of these findings are discussed.

Gender diversity and motivation in collaborative learning groups : the mediating role of group discussion quality

Abstract: Collaborative learning is often used in higher education to help students develop their teamwork skills and acquire curricular knowledge. In this paper we test a mediation model in which the quality of group discussions mediates the impact of gender diversity and group motivation on collaborative learning effectiveness. Our results show that the proportion of women in groups, and the group level need for cognition and core self-evaluations (within group average) positively predict discussion quality that in turn predicts group (academic) performance. Our results show that discussion quality fully mediates the effects of need for cognition and core self-evaluations on group performance. The effect for gender diversity on group performance is only partly mediated by discussion quality.

How Authentic Leadership Influences Employee Proactivity: The Sequential Mediating Effects of Psychological Empowerment and Core Self-Evaluations and the Moderating Role of Employee Political Skill

Abstract: This study aims to examine the relationship between authentic leadership and employee proactive behavior. Based on self-determination theory, we argue that such a relationship is sequentially mediated by psychological empowerment and core self-evaluations. In addition, political skill plays a moderating role in the third stage. These hypotheses are validated by a sample of 65 leaders and 275 subordinates from two private enterprises in mainland China. Results show that authentic leadership (Time 1) influences employees’ proactive behavior (Time 3) through the psychological empowerment (Time 1) and core self-evaluations of employees (Time 2), and the relationship between core self-evaluations and proactive behavior is positively moderated by employees’ political skill. In addition, bootstrapping results also verify the moderating role played by employees’ political skill in the indirect relationship between authentic leadership and proactive behavior through core self-evaluations. Theoretical and managerial implications are further discussed in the light of these findings.

Job Satisfaction Among Immigrant Workers: A Review of Determinants

Abstract: In recent years, an increasing number of studies have investigated the well-being of international immigrants in host countries. An important indicator of immigrants’ well-being is job satisfaction. Job satisfaction reflects a pleasant emotional state, in which individuals positively appraise their job or work experience. In this article, we discuss the determinants of immigrants’ job satisfaction, based on research conducted over the past three and a half decades. The determinants observed in the literature can be categorized into work- and non-work-related groups. Work-specific determinants include workplace environments, job characteristics, and work-specific personal factors (e.g., competency-related factors, psychological states, and work-specific demographics). Non-work-specific determinants include general demographics, culture-related factors (e.g., language, cultural traits, and acculturation), and community-related factors. This review demonstrates that past research has made important strides toward our understanding of the influential factors leading to immigrants’ job satisfaction. We call for future research to continue to explore these factors, as well as new factors, given the limited empirical evidence that exists for this population group.

Mediating Role of Emotional Intelligence on the Associations between Core Self-Evaluations and Job Satisfaction, Work Engagement as Indices of Work-Related Well-Being

Abstract: The purpose of this study was to investigate the role of emotional intelligence in relation to core self-evaluations (CSE) and work-related well-being. A sample of 356 employees who are all females completed measures of CSE, emotional intelligence, job satisfaction and work engagement. Results revealed that higher levels of CSE were correlated with higher levels of emotional intelligence, job satisfaction and work engagement. Higher levels of emotional intelligence were associated with greater job satisfaction and work engagement. Structural Equation Modeling (SEM) indicated that emotional intelligence partially mediated the association between CSE and work-related well-being. The results revealed the importance of emotional intelligence in order to improve occupational well-being of employees. This research makes a contribution to the potential mechanism of the relationship between CSE and work-related well-being.

Agency Beliefs Over Time and Across Cultures: Free Will Beliefs Predict Higher Job Satisfaction.

Abstract: In three studies, we examined the relationship between free will beliefs and job satisfaction over time and across cultures. Study 1 examined 252 Taiwanese real-estate agents over a 3-months period. Study 2 examined job satisfaction for 137 American workers on an online labor market over a 6-months period. Study 3 extended to a large sample of 14,062 employees from 16 countries and examined country-level moderators. We found a consistent positive relationship between the belief in free will and job satisfaction. The relationship was above and beyond other agency constructs (Study 2), mediated by perceived autonomy (Studies 2-3), and stronger in countries with a higher national endorsement of the belief in free will (Study 3). We conclude that free-will beliefs predict outcomes over time and across cultures beyond other agency constructs. We call for more cross-cultural and longitudinal studies examining free-will beliefs as predictors of real-life outcomes.

The mediating role of nurses' professional commitment in the relationship between core self-evaluation and job satisfaction.

Abstract: OBJECTIVES The aim of this study has been to examine the degree to which it is possible to predict job satisfaction in hospital nurses based on core self-evaluation and the nurses' professional commitment. Psychological constructs of nurses' professional commitment could predict a level of job satisfaction. MATERIAL AND METHODS A cross-sectional design was applied. Data was collected from 584 nurses of the University Hospital Osijek between April and November 2016. Core Self-Evaluation Scale (CSES), Job Satisfaction Survey (JSS) and Nurses' Professional Commitment Scale (NPCS) were administrated to the study participants. Confirmatory factor analyses were conducted to test the validity of each questionnaire. Structural equation modeling was used for testing the prediction of nurses' professional commitment and core self-evaluation of job satisfaction. Nurses' professional commitment is variable, which functions as a mediator between predictor (core selfevaluation - CSE) and criterion variable (job satisfaction - JS). As a mediator, it explains what the effect is, provided that correlations among all variables are significant. RESULTS The correlation analyses reveal significant positive correlations between job satisfaction and core self-evaluation (r = 0.441, p > 0.001) as well as between job satisfaction and nurses' professional commitment (r = 0.464, p > 0.001). Furthermore, core self-evaluation significantly and positively correlates with nurses' professional commitment (r = 0.402, p > 0.001). The results have shown that nurses' professional commitment mediates the relationship between core self-evaluation and job satisfaction. The bootstrap analysis showed that core self-evaluation partially mediated the relationship between nurses' professional commitment and job satisfaction (β = 0.78, p < 0.001**). The indirect effects of core self-evaluation on job satisfaction through nurses' professional commitment was also significant (β = 0.17, p < 0.001**). CONCLUSIONS Nurses who are more committed to their work, regardless of the structure of personality, have greater satisfaction in their work. Int J Occup Med Environ Health 2018;31(5):649-658.

Promoting the Sustainability of Organizations: Contribution of Transformational Leadership to Job Engagement

Abstract: The psychology of sustainability highlights the importance of building organizational environments promoting the employees’ well-being, and leaders play an important role in it. Drawing from Kahn’s theory, the purpose of this study is to simultaneously examine the mediating role of task significance, perceived organizational support (POS) and employees’ core self-evaluations (CSE) in the relationship between supervisors’ transformational leadership and job engagement. In order to test the proposed model, a structural equation modelling was performed using the bootstrapping technique in IBM SPSS Amos 23 for Windows. The sample consisted of 320 employees from emergent high-tech and knowledge-based SMEs in Spain. The results supported all the hypotheses posited. By helping employees to find the meaning and significance of their work, making them feel supported by the organization and strengthening their sense of worth and competence, transformational leaders boost job engagement, a key aspect of the human dimension of organizational sustainability. This paper contributes to the psychology of sustainability by advancing knowledge of the mechanisms through which supervisors’ transformational leadership influences employees’ well-being in terms of job engagement.

U.S. State Resident Big Five Personality and Work Satisfaction: The Importance of Neuroticism:

Abstract: Two studies determined relations between state resident Big Five personality scores and state work satisfaction for the 50 states in the United States. Study 1 and 2 personality profiles were based...

Empowering leadership and constructive voice behavior: a moderated mediated model

Abstract: The purpose of this study is to explore the relationship between empowering leadership and employees’ constructive voice behavior in the present organizational dynamics. The authors propose a moderated mediation model to investigate the relationship between empowering leadership, employees’ core self-evaluation, psychological safety and constructive voice.,The authors collected survey data from a sample of 282 service executives across Indian organizations. This study uses SPSS Process macro (moderated mediation model) to analyze the data collected. Additionally, the authors have used moderation graph to elucidate the interaction effect.,The results suggest that empowering leadership positively affects employees’ constructive voice behavior. Supporting results were observed for the mediating impact of psychological safety between empowering leadership and constructive voice, and moderating role of core self-evaluation between empowering leadership and psychological safety.,The small sample size limits the study from drawing generalizations. Other potential limitations are discussed, too.,Significant impact of empowering leadership on voice behavior highlights the importance of style of leadership adopted; a 360-degree appraisal of leaders can be conducted to identify proper empowering leaders. The moderating role of core self-evaluation implies that employees who perceive themselves competent may only offer constructive suggestions even if they work in a psychologically safe environment.,This paper is the first to explore the relationship between a new form of leadership style, empowering leadership and employees’ constructive voice behavior, and is, thus, relevant for employers who expect their employees to contribute in the form of ideas, suggestions and concerns towards the growth of the company.

Perceived Insider Status and Job Design Predict Job Attitudes and Work Performance of Restaurant Employees

Abstract: In this article, the role of perceived insider status (PIS) as a predictor of attitudinal and behavioral work outcomes and the role of core job characteristics as moderators of this relationship ha...

The Relationship Between Regulatory Emotional Self-Efficacy and Core Self-Evaluation of College Students: The Mediation Effects of Suicidal Attitude.

Abstract: This study analyzed the mediation effect of a suicidal attitude from regulatory emotional self-efficacy to core self-evaluation. A measurement study was conducted among 438 college students using the Regulatory Emotional Self-Efficacy Scale, the Core Self-Evaluation Scale, and the Suicide Attitude Questionnaire. Results from the plug-in process in SPSS and the bootstrap method showed that the attitude toward suicidal behavior and the attitude toward family members of an individual who has committed suicide played a double-mediation role, from perceived self-efficacy in managing happiness to core self-evaluation. The results also showed that the attitude toward a person who committed suicide or attempted suicide played a mediation effect from perceived self-efficacy in managing curiousness to core self-evaluation. This research has great significance for improving the understanding of college students' sense of happiness and prevention for self-evaluation.

Core self-evaluations mediate the association between leaders' facial appearance and their professional success: Adults' and children's perceptions

Abstract: Although the link between facial appearance and success is well established, the mechanisms responsible for this association have remained elusive. Evolutionary theory suggests that perceived leadership characteristics should be important for men's self-concept. Drawing on implicit leadership theory and evolutionary perspectives, we therefore examined the associations between first impressions based on facial appearance, core self-evaluations (CSEs), leadership role occupancy, and career success among a sample of working men. In Study 1, we found that CSEs mediated the relationship between individuals' facial appearance and measures of their success as leaders. In Study 2, we replicated these results using children's ratings of facial appearance, thus suggesting that basic properties of the targets' faces communicated their leadership ability more than the perceivers' life experience or acquired knowledge. These results suggest that people may use facial appearance as a diagnostic tool to determine the leadership ability of others.

Predictors of Academic Achievement among Physical Education and Sports Undergraduate Students

Abstract: Although a number of studies have attempted to determine the antecedents, correlates, and consequences of students’ academic performance, there are few studies in the literature that examine the correlates of academic achievement for physical education and sports undergraduate students. The aim of this study was to investigate the relationship between the academic achievement of first-year physical education and sports students and their sociodemographics, attitudes towards the teaching profession, personality traits, and achievement goal orientations. The participants of the study consisted of 127 (67% male) physical education and sports students, ranging in age from 16 to 30 years old when they began their studies. Participants responded to a questionnaire to determine their sociodemographic characteristics, their attitudes towards the teaching profession in their high school years, their core self-evaluations, and their achievement goal orientations. Pearson correlation analysis results showed that students’ first year grade-point average (GPA) was associated with gender, high school GPA, core-self evaluations, and mastery-approach achievement goal orientation. Results of the regression analysis suggested that the three variables that predicted the students’ first year GPA were their mastery-approach scores, attitudes towards the teaching profession in high school years, and high school GPA. In order to prevent academic failure in physical education and sports students, those who do not have a mastery-approach goal orientation and who had a low high school GPA should be identified at the beginning of the academic year, so that educational interventions can be directed at these students.

Psychological Capital and Core Self-Evaluations in the Workplace: Impacts on Well-Being

Abstract: The uncertainty of today’s working environment, including prevalence of temporary employment conditions in many industries, has affected the psychological well-being of people in the workforce. Psychological well-being affects all aspects of a person’s life, including: pleasure, job satisfaction and fulfilment, and life meaning (Seligman, 2002). Previous studies have investigated how Psychological Capital (PsyCap) and Core Self-evaluations (CSE) are positively related to job satisfaction and performance, but there is little research on the relationships of PsyCap and CSE with psychological well-being (PWB). This present study explored the relationships among PsyCap, CSE, and PWB in a convenience workplace sample of 121 Australian working adults. Results revealed that both PsyCap (involving hope, optimism, resilience and self-efficacy) and CSE (involving evaluations of one’s own locus of control, self-esteem, generalised self-efficacy, and adaptive vs ‘neurotic’ behaviour) were separately positive predictors of wellbeing, consistent with previous studies. There were overlaps in concepts but both PsyCap and CSE together predicted higher levels of well-being than either alone, and CSE was found to be a partial mediator between PsyCap and well-being indicating that both elements were needed in prediction of well-being. Practical implications include that PsyCap and CSE measures can be used together in the workplace in assessment, selection, training and development to help improve the quality of health and well-being of employees. Limitations and future research directions are indicated.

Core self-evaluations, job search behaviour and health complaints: The mediating role of job search self-efficacy

Abstract: Purpose The purpose of this paper is to understand the role played by core self-evaluations (CSEs) in relationship to both job seekers’ job search behaviour and health complaints by examining the mediating role of job search self-efficacy (JSSE). Design/methodology/approach The present cross-sectional study was conducted on 216 Romanian unemployed persons. The hypothetical and alternative models (partial and full mediation) were tested using structural equation modeling. Findings The results supported a total mediation between CSE and job search behaviour and a partial one in relationship with health complaints, via JSSE. As a post hoc decision, a brief meta-analysis was conducted for the relationship between CSE and job search behaviour which revealed a very small effect (r=0.07, p=0.001). This result complemented and certified the findings on the lack of a total and also a direct effect between CSE and job search behaviour. Originality/value JSSE seems to be an important motivational factor. Fuelled by CSE, JSSE enables proper job search behaviour and also promotes job seekers’ health. From a practical point of view, the data suggest that developing interventions to strengthen unemployed individuals’ personal resources such as CSE and, especially JSSE, could not only foster their employment but could also protect their health.

Evaluation of a Multiple Mediator Model of the Relationship Between Core Self-Evaluations and Job Satisfaction in Employed Individuals With Disabilities

Abstract: Purpose: To test a meditation model of the relationship between core self-evaluations (CSE) and job satisfaction in employed individuals with disabilities. Method: A quantitative descriptive design using Hayes’s (2012) PROCESS macro for SPSS and multiple regression analysis. Two-hundred fifty-nine employed persons with disabilities were recruited from Amazon Mechanical Turk to participate in the study. Results: Support from supervisors, work engagement, wage, and job stress were found to partially mediate the relationship between CSE and job satisfaction. The direct effect of CSE on job satisfaction was still significant after controlling for the effects of all mediators. Conclusions: CSE affected job satisfaction in persons with disabilities, both directly and through improved supervisory support, greater engagement in work, increased pay, and decreased job stress. Implications of the results on rehabilitation counseling practice to improve job satisfaction in clients with disabilities are discussed.

The power of personality at work: Core self‐evaluations and earnings in the United Kingdom

Abstract: Organisations are increasingly taking an interest in personality as certain traits purportedly predict desirable attitudes and behaviours. We examine the relationship between one increasingly popular construct—core self-evaluations (CSEs)—and earnings. We argue that if high levels of CSEs really are valuable traits, then high CSE individuals should be observed to earn more than those with moderate or low levels of CSEs. Using the nationally representative British Household Panel Survey, we find little evidence that individuals with very high CSEs earn more than those with only moderate levels. However, we do find the existence of a pay penalty for individuals very low in CSEs. Similar patterns emerge for the Big Five model of traits. Although the exact mechanisms remain unclear, our findings imply that organisations should play a greater role in the career development of employees scoring lowly in “desirable” traits—especially in a context of increasing career fluidity.

Job Satisfaction in the “Big Four” of Europe: Reasoning Between Feeling and Uncertainty Through CUB Models

Abstract: The paper offers a comparative investigation of objective and subjective driving forces behind the satisfaction that people feel in their job in four representative countries of Western Europe. The main element of this work’s novelty is its linking the research of cross-country similarities and differences in the leading determinants of global job satisfaction to methodological issues that arise when responses to survey questions are detected on a rating scale through self-evaluation. In particular, this paper is one of the first attempts to test the potentialities of CUB models on EWCS data in a broader conceptual framework in which the response on overall job satisfaction depends on some psychological dynamics of the evaluation process. Although overall job satisfaction is significantly higher for British and German employees, the subjective factors—the amount of socio-economic security embodied in a job, the working conditions and the aspects of work–life balance—are the most relevant in shaping job satisfaction, disregarding the myth that considers earnings as the dominant factor.

Impact of Core-self Evaluation and Job Satisfaction on Turnover Intentions: a Study of Indian Retail Sector

Abstract: Attrition is the major problem in the Indian Retail Industry which experienced the attrition rate of 19.4% in FY 2016 according to KPMG Annual Compensation Trends Survey 2017-18. The focus of these organizations is to reduce turnover by focusing on the underlying factors leading to turnover intentions and actual turnover. The present study was conducted to explore the effect of job satisfaction and core self-evaluation on turnover intentions. The purpose of the study was also to see if core self-evaluation (CSE) moderates the relationship between job satisfaction and turnover intentions. The study was conducted using structured questionnaires for measuring the above-mentioned variables. The sample of the study was 347 salespersons from various retail organizations working in Delhi and NCR. Hierarchical multiple regression showed that both job satisfaction and CSE were negatively related to turnover intentions. Also, CSE was found to moderate the relationship between job satisfaction and turnover intentions such that the relationship was stronger for the employees with low core self-evaluation. The present study has important implications for policy makers in the retail sector. Managers should use strategies to increase job satisfaction in order to curb high attrition in this sector. They must be aware of the moderating role played by personality attributes in the relationship between job satisfaction and turnover intentions.

The Role of Workplace Popularity: Links to Employee Characteristics and Supervisor-Rated Outcomes:

Abstract: Popularity in the workplace is relatively unexplored but has multiple potential applications in organizations. This field study uses data collected from 223 supervisor–subordinate dyads at various organizations in China to examine core self-evaluation (CSE) as an antecedent of employee popularity, the ability of political skill and work engagement to predict popularity above and beyond CSE, and the moderating roles of political skill and work engagement on the relationship between CSE and popularity. The current research also extends potential effects of workplace popularity beyond coworker-related outcomes to supervisor trust and task performance ratings for popular employees. Results showed that political skill and work engagement relate to popularity above and beyond CSE and moderate the CSE–popularity relationship. Employees’ popularity is also positively associated with supervisor trust and task performance ratings. Theoretical and practical implications of these findings are discussed.

Are positive teams more proactive in performing voice behavior? Influence of core self-evaluations on collective voice

Abstract: Voice behavior is regarded as being an individual proactive behavior. We suggested that although team members who have a positive self-concept may display voice behavior consistently, the frequency of this behavior would be influenced by the composition of team members’ positivity. Thus, we investigated the relationship between core self-evaluations and collective voice behavior in self-managed teams. Results from analysis of data obtained from 76 student teams (302 team members) who worked on 2 tasks demonstrated that their core self-evaluations had a positive effect on the likelihood of their performing voice behavior at both the individual and team levels. Moreover, interpersonal team processes fully mediated the relationship between the composition of team core self-evaluations and collective voice at the team level. Theoretical and practical implications are discussed.